What Do You Need to Know About EEOC Guidelines Regarding Employer Liability?
in Compliance & Regulatory
By: Michael R. Dupont, Attorney, McKenna, DuPont, Higgins & Stone, PC

With the #metoo movement and the current political atmosphere, credit unions must be mindful of their enforcement duties to stop and investigate any harassment by supervisors.

A credit union is vicariously liable for a hostile work environment created by a supervisor if the employer has empowered that employee to take tangible employment actions against the victim.

Recently the Equal Employment Opportunity Commission (EEOC) issued enforcements, guidance, and vicarious employer liability for unlawful harassment by supervisors. This document provides guidance regarding employer liability for harassment as supervisors based on sex, race, color, religion, national origin, age, disability, or protected activity.

Credit unions must implement and enforce strong policies prohibiting harassment and effective complaint procedures. Credit unions can prevent unlawful harassment and thereby create a good working atmosphere for all involved.

At the League's July 13, 2018 Compliance Conference, I will discuss the EEOC guidelines regarding employer liability and discuss what actions credit unions need to take in order to comply with the various guidelines to prevent harassment and enforce effective complaint procedures.


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